TAGUIG CITY, Philippines, June 25, 2026 /PRNewswire/ -- Globe has maintained its 'A' rating in the CDP Supplier Engagement Assessment (SEA) in 2025, reinforcing its commitment to transparency, climate action, and responsible business practices across its value chain. The recognition for the second consecutive year reflects Globe's sustained efforts to integrate sustainability into the way it works with suppliers and partners.
The CDP SEA evaluates how companies work with suppliers on climate issues, recognizing organizations that demonstrate strong performance across governance, targets, Scope 3 emissions management, and value chain engagement. Companies that receive top marks across these areas are recognized as CDP Supplier Engagement Leaders, placing Globe among organizations advancing climate action beyond their direct operations.
"Maintaining our 'A' rating on the SEA from CDP for two consecutive years is a testament to our unwavering commitment to environmental transparency and collective climate action," said Yoly Crisanto, Chief Sustainability and Corporate Communications Officer at Globe. "By actively empowering our entire value chain, we are turning our climate ambitions into measurable impact."
Through the Globe Supplier Code of Ethics, the company encourages partners to align with the company's sustainability goals, including its climate action roadmap. It has also embedded environment, social, and governance (ESG) criteria into procurement processes covering retail electricity providers, network equipment suppliers, and product packaging, among others.
The company likewise screens suppliers against ESG indicators to improve oversight across its ecosystem. Through AI-driven data capture, Globe monitors supplier ESG credentials, performance, and attributes to support improvement across the supply chain.
Beyond compliance and monitoring, Globe conducts capability-building initiatives that equip partners with foundational sustainability knowledge. These efforts are aimed at helping create a more resilient and future-ready supply chain ecosystem.
Alongside its SEA recognition, Globe also received its CDP Climate score of A- and Water score of B for the 2025 cycle. The company was likewise recognized by several organizations in 2025, including International Finance's Best ESG Practices – Telecom Philippines 2025 recognition and 2026 Standard Insights' Most Active Mobile Network for the Environment and Most Sustainable Mobile Network awards.
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ABOUT GLOBE
Globe Telecom, Inc. is a leading digital platform in the Philippines with interests in telecommunications, fintech, venture building, shared services, and digital marketing. It is listed on the Philippine Stock Exchange under the symbol GLO. The company delivers a full suite of mobile, broadband, data, and managed services to meet the needs of consumers and businesses. A UN Global Compact Participant, Globe is the first publicly listed Philippine firm with approved near- and long-term science-based targets under the SBTi. It was named one of TIME and Statista's Most Sustainable Companies in 2025. Its back-to-back inclusion in the Fortune Southeast Asia 500 in 2024 and 2025 affirms its growth and leadership. Its principals are Ayala Corporation and Singtel, prominent industry leaders in the region.
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Globe sustains CDP Supplier Engagement 'A' rating, continuing its collaborative journey across the value chain
SYDNEY, June 25, 2026 /PRNewswire/ -- Research commissioned by Humanforce, a leading global provider of intelligent, AI-driven human capital management (HCM) solutions for frontline workforces, has revealed a clear perception gap inside Australian organisations that is shaping how supported people feel at work. While 66% of decision makers say they are satisfied with their current HR systems, only 44% of frontline workers agree. The findings suggest many leaders do not fully see how HR technology is experienced on the frontline, where HR processes are part of every shift rather than an occasional administration task.
The independent study, conducted by Forrester Consulting, surveyed 342 business decision makers and 328 frontline workers, alongside in-depth interviews with senior workforce and HCM leaders. Frontline workers reported feeling overburdened (32%) and unsupported (30%), while more than one in four (28%) said traditional HR systems increase their likelihood of burnout, creating a significant workforce risk.
"HR technology should make work simpler, not harder," said Clayton Pyne, CEO of Humanforce. "Frontline work such as healthcare, retail, hospitality, aged care and childcare is dynamic, mobile and compliance intensive. When systems are built for traditional desk-based environments rather than high-pressure, shift-based operations, gaps emerge between leadership expectations and employee experience. These gaps compound over time."
That friction shows up most in the "high-frequency" processes that frontline employees rely on repeatedly. Workers reported onboarding (32%) and clocking in or out (22%) as the most challenging processes. These are fundamental tasks where small inefficiencies quickly add up across teams, sites and shifts. Many also reported limited intuitive self-service functionality (34%) and difficulty navigating systems (33%), making it harder to get answers or complete tasks independently.
Access is another clear pressure point. One third (33%) said they have limited mobile access to essential HR tools, despite the reality that most frontline roles aren't desk-based: 61% work across multiple sites and 47% work outdoors. This highlights a mismatch between how HR systems are typically designed and how frontline work actually happens.
Pyne says the results reflect rising workforce expectations as compliance obligations increase and frontline complexity grows. The research also demonstrates that HR systems are now being judged as operational tools that shape productivity, support and trust, not simply administrative systems. Organisations are increasingly seeking connected platforms that provide visibility, automation and intelligence across the employee lifecycle, because the frontline experience is where culture and retention are won or lost.
"With workforce shortages continuing, expectations rising and compliance obligations intensifying, HR systems can no longer operate as back-office utilities," Pyne said. "Organisations cannot afford to ignore the productivity and engagement impact of ineffective HR technology, which puts retention, performance and workplace culture at risk."
The research reinforces that employee experience is central to performance, with 36% of frontline workers identifying an empathetic and positive culture as the most important driver of engagement. But the data suggests culture isn't only shaped by leadership messages - it's shaped by the systems people use when they need help, clarity or support.
This is reflected again in sentiment. Dissatisfaction among frontline workers (23%) is more than double that of decision makers (9%), reinforcing the visibility gap between leadership perception and frontline reality. It also underscores why organisations can believe "the system is working" while frontline teams experience it as friction.
"Modern, intelligence-powered platforms designed specifically for frontline environments are becoming a strategic advantage," Pyne said. "They strengthen compliance, improve productivity and build trust across the organisation by removing everyday friction."
Unlike traditional HR systems designed for desk-based environments, Humanforce is built around the reality of frontline work. For CPOs, HR directors and talent leaders, exercising genuine influence over the frontline employee experience means owning the moments that matter away from the desk. Roster receipt, shift bidding, clock-on, break management, peer communication, recognition, payslips, and microlearning during a commute: this is the frontline employee journey, and it runs through WFM. By connecting talent acquisition, HR, workforce management, benefits and payroll within a single platform and a single app, Humanforce gives organisations the only channel that reaches frontline workers where they actually are — from hire to pay, and every shift in between.
"In today's competitive labour market, employers of choice are defined by the systems they invest in," Pyne concluded. "Secure, mobile-first and employee-centric HR technology is essential to support frontline teams, unlock productivity and build lasting retention."
About Humanforce
Humanforce provides the market leading, employee-centred, intelligent and compliant HCM suite for frontline and flexible workforces, offering highly configurable, all-in-one WFM, HR, Talent, Benefits and Payroll - without compromise. Our vision is to make work easier and life better by focusing on the employee experience (EX), and the efficiency and optimisation of businesses.
Founded in 2002, Humanforce has a 2300-strong customer base and is heading towards one million employees under management, across a wide range of industries including Aged Care, Childcare, Healthcare, Retail, Hospitality, Events & Stadia, Local Government and more. Today, we have offices across Australia, New Zealand, the United Kingdom, the Philippines, and the USA.
Customers include Accor, Flight Centre, Hungry Jack's, Vodafone, Fujitsu, Alfred Health, Hostplus and more: https://humanforce.com
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Two in Three Leaders Say Their HR Tech Is Working. Frontline Workers Disagree
